Strike Vote (December 2) Information

Brad WalchukUncategorized

As you are likely aware, the Employer recently walked away from the bargaining table and negotiations for a new collective agreement have reached an impasse. You can find more about the main issues currently on the table – wages, job security, and the duration of the contract – in our most recent bargaining update. To ensure that your elected bargaining team has the support of the membership as we move forward in the bargaining process, we have called for a strike vote.
A strike vote is called by the Union’s bargaining team when the Union requires more leverage at the bargaining table. The bargaining team feels that it has negotiated as much as it can with the Employer and needs to demonstrate the membership’s support for the union and the membership’s bargaining priorities before any more progress can be made. Since the Employer is escalating negotiations by filing for conciliation, it is important for members to make a strong statement that they are in support of our bargaining team and its proposals, and won’t be “strong-armed” by the Employer into a bad deal. You can find our more about this process in our Strike Vote FAQ
Your bargaining team will be holding a strike vote meeting to provide more information on Monday, December 2nd at noon via Zoom. You can register for the meeting here and a link will be provided. The vote itself will begin at the conclusion of the Strike Vote Meeting and will be held online via Election Runner. A link to an electronic ballot will be sent to all members and the vote will continue all week, ending Friday, December 6th at 6:00 a.m.

The Collective Bargaining Process

Brad WalchukUncategorized

McMaster has walked away from the bargaining table. What now? Below, we outline the collective bargaining process for you. Right now, we are approaching conciliation and will soon be working with a provincially appointed conciliator to help the parties work through an impasse and help to secure a fair agreement from McMaster. Please click on the image for a larger version.

Bargaining Bulletin #5 – McMaster Walks Away From Table

Brad WalchukUncategorized

Since late August of this year, your bargaining team has been working diligently to get the best possible deal for you. We continue to survey and canvass our members and depend on your continued engagement. We’ve heard you loud and clear: our members demand better wages and improvements to job security.

Today, McMaster walked away from the table without proposing a counter-offer and has stated that they will file for conciliation. What’s worse is they denied improvements to job security and demanded a 5 year contract. This is unacceptable. 

 

Wages

Over the last 13 years our wage increases averaged 1.5% (per year), well below the 2.75% inflation average over the same time period. Even still, our wage proposal (8.3% Year 1, 3% Year 2,  3% Year 3) has been viewed by the employer as untenable. Sessionals deserve a contract that mitigates the losses during a decade of austerity. The employer’s most recent offer included an average of 3.45% in wage increases over 5 years. While the employer’s latest wage proposal may technically be in line with sector averages, we would still be left behind colleagues at comparable Universities by 2029.

 

Job Security

The employer has made their point: they prefer “flexibility” over job security.  Your precarious working conditions and your experience teaching is of little concern to them. They would rather be able to replace you with someone who they think is better than you.

 

Length of Contract

The contract McMaster wants is 5 years long. We would be locked into this contract with no chance of improvement until 2029. McMaster knows that a longer contract term that does not line up with other bargaining units will minimize our power. However, we made it clear: the offer McMaster made does not entitle them to 5 years of labour peace.

 

The Facts: McMaster Does Not Respect Our Work

The proposal we offered is fair, however McMaster has decided to file for conciliation. Conciliation involves intervention from the Ministry of Labour to assist with the bargaining process. Why did they file for conciliation? McMaster’s lead negotiator implied that we did not change our offer at all. In reality, we made substantial changes to reach a good deal for our members quickly! As much as we understand that guaranteed TA support is important to many of our members, we retracted that from our offer to show we are serious about making a deal.

 

Next Steps For Bargaining and Mobilizing

The employer stated they will file for conciliation next week. Filing for conciliation marks an escalation by the employer and brings us closer to a legal strike or lockout. We are still open to negotiations with or without a conciliation officer. The employer is able to return to the table at any time throughout this process, and we hope that they do.

Your Bargaining Team and the Contract Action Team will be ramping up mobilization efforts, reaching out to members and asking you for support and participation as the process evolves. We will be visiting you after your classes, speaking with you after your office hours, calling you and emailing you to keep you in the loop every step of the way.

Your participation in this process is vital. Please show your support by signing our bargaining petition.

McMaster heavily relies on Sessional Faculty in order to function as a university. That is why it is important for them to keep you tied into an abnormally long contract without job security and only meager wage increases. Your bargaining team shares your frustration and will continue to fight for a better contract.

Bargaining Update #4 (Nov 11, 2024)

Brad WalchukUncategorized

Your bargaining team met with the employer’s bargaining team on November 5th. We would like to give you a brief update on where negotiations stand so far.

McMaster finally made a serious monetary proposal, including increases to wages and benefits.

–   McMaster’s offer is for a 5-year contract. Your bargaining team believes that securing a 3-year contract is strategically important for future bargaining leverage. A 3-year contract means that in 2027, Sessionals will be able to combine their bargaining leverage with TAs and Postdocs, which means we will be much more likely to secure a far better contract for members in all three units.

–   McMaster’s latest wage proposal will keep Sessional Faculty pay well below wages at UW, Western, York, Queens, U of T, and Ottawa for at least 4 years (see the bar graph below for comparison). These other universities have been able to gain significant wage increases in previous years by having a mobilized membership ready to strike for a better contract, and by combining negotiations with other bargaining units.

–   McMaster is effectively trying to buy their way out of a three-year contract because they also know that combining our bargaining leverage with TAs and Postdocs would put them at a disadvantage in 2027.

–   After originally proposing no increase in benefits money, McMaster has met our demands for the first three years of their proposed contract.

–  McMaster has not moved on job security or TA support.

 

For more details on McMaster’s latest offer, please see the chart below.

 

Issue

CUPE 3906 proposal

McMaster’s proposal

 Notes

Wages

8.3% – year one

$8724

 

 

 

 

 

3% – year two

$8972.22

 

3% – year three

$9241.39

 

 

 

 

 

 

 

 

 

 

 

 

 

14.3% over 3 years

 

4.7% yearly average

3.5% – year one (plus $300 lump sum for Sessionals paid the current base rate in Fall 2024)

$8338.34

 

3.75% – year two

$8651.03

 

2% – year three

$8824.05

 

 

2.5% – year four (plus 1% Market adjustment;  3.5% overall)

$9132.89

 

2.5% – year five (plus guaranteed market adjustment of 2%; 4.5% overall)

$9543.87

 

17.25% over 5 years

 

3.45% yearly average

McMaster previously offered 2.5% in year one, and 2.25% in years two – five

Guaranteed TA Support
(Currently, no language)

One guaranteed TA for every 50 students

No guaranteed TA

 

Enhanced Job Security

 Teach the same course twice, get right of first refusal (i.e. ongoing continuous appointment when offered to Sessionals)

 No enhanced job security

 

Benefits

 

Current amount: $180,000

 

 

 

 

 

 

 

 

 

Current amount:
$40,000

 

 

 

 

 

 

 

 

Current amount:
$125,000

 

 

 

 

 

 

 

 

Current amount:
$41,000

Health benefits:
Year one (effective date of ratification) $214,205

 

Year two (Sept. 1 2025) $230,205

 

Year three (Sept 1, 2026)

$230,205

 

Professional development fund:
Year one
$60,000

 

Year two
$70,000

 

Year three

$80,000

 

Dental Plan:

Year one
$131,250

Year two

$141,250

 

Year three
$151,250

 

Family Dental:

Year one

$62,000

 

Year two

$72,000

 

Year three

$82,000

 

Year one

$214,305

 

 

Year two-five

$230,305

 

 

 

 

 

Year one

$60,000

 

Year two

$70,000

 

Year three-five

$80,000

 

 

Year one

$131,250

 

Year two

$141,250

 

Year three-five

$151,250

 

 

Year one

$62,000

 

Year two

$72,000

 

Year three-five

$82,000

Employer previously offered no change to benefit amounts

Length of contract

3 years (aligning future negotiations with units 1 and 3)

5 years

 

 

 

Bargaining Update #3 (Oct 24, 2024)

Brad WalchukUncategorized

Dear CUPE 3906 Unit 2 members (Sessional Instructors),

Your bargaining team met with the employer’s bargaining team at McMaster on October 4th and October 11th. We would like to give you a brief update on where negotiations stand so far.

Our bargaining priorities have not changed:

  • Compensation & workload: wages, class size and TA support
  • Stronger job security: seniority and first consideration
  • Enhanced benefits: support for mental and physical health
  • Equity and respect: material support for members in equity-seeking groups and more transparency and communication about departmental changes and restructuring
  • Contract expiration date: align the Unit 2 contract expiry date with Units 1 and 3 (2027)

McMaster’s current offer is still subpar. After meeting with us several times, they have still only offered us crumbs:

  • Sub-inflationary wage increase: only 2.75% in the first year ($8277.92 per semester 3-unit course), and 2.5% for the following 4 years ($86, $8696.98, $8914.40, $9137.26).
  • No job security: still, no attempt to reduce precarity in the university sector such as the right of first refusal.
  • Crushing workload: still, insufficient support for increasing class sizes and administrative duties.
  • Inequity and disrespect: still, trying to erode the Union’s ability to fight for you in addressing workplace problems and disciplinary action.

This weak contract is also long. McMaster wants to lock us into an agreement with a sub-inflationary wage increase for five years. What you can do:

The Bargaining Team’s next steps:

In solidarity,

Your Unit 2 Bargaining Team

Unit 2 Bargaining Update

Brad WalchukUncategorized

Your bargaining team met with the employer’s bargaining team at McMaster on October 4th and October 11th. We would like to give you a brief update on where negotiations stand so far.

Our bargaining priorities have not changed:

  • Compensation & workload: wages, class size and TA support
  • Stronger job security: seniority and first consideration
  • Enhanced benefits: support for mental and physical health
  • Equity and respect: material support for members in equity-seeking groups and more transparency and communication about departmental changes and restructuring
  • Contract expiration date: align the Unit 2 contract expiry date with Units 1 and 3 (2027)

McMaster’s current offer is still subpar. After meeting with us several times, they have still only offered us crumbs:

  • Sub-inflationary wage increase: only 2.75% in the first year ($8277.92 per semester 3-unit course), and 2.5% for the following 4 years ($86, $8696.98, $8914.40, $9137.26).
  • No job security: still, no attempt to reduce precarity in the university sector such as the right of first refusal.
  • Crushing workload: still, insufficient support for increasing class sizes and administrative duties.
  • Inequity and disrespect: still, trying to erode the Union’s ability to fight for you in addressing workplace problems and disciplinary action.

This weak contract is also long. McMaster wants to lock us into an agreement with a sub-inflationary wage increase for five years. What you can do:

The Bargaining Team’s next steps:

In solidarity,

Your Unit 2 Bargaining Team

Unit 2 Bargaining Update (September 10, 2024)

Brad WalchukUncategorized

Dear Unit 2 members,

Your bargaining team met with the employer’s bargaining team on August 28th. We would like to give you a brief update on where negotiations stand so far.

Our bargaining priorities:

  • Compensation & Workload- Wages, Class size and TA support
  • Stronger Job Security- Seniority and first consideration
  • Enhanced Benefit- Support for mental and physical health
  • Equity and Respect- Material support for members in equity-seeking groups and more transparency and communication about departmental changes and restructuring
  • Contract Expiration Date- Align the Unit 2 contract expiry date with Units 1 and 3 (2027)

McMaster’s current offer:

  • Sub-inflationary wage increase- Only 2.5% in the first year, and 2.25% for the following 4 years
  • No Job Security- No attempt to reduce precarity in the university sector
  • Diminished Benefits- Status quo on dollar amounts, contingent on rushed negotiations
  • Inequity and Disrespect- Proposed fewer meetings between union and management, while removing any obligation for specific management decision-makers to attend. This makes it more difficult for your union to resolve members’ workplace problems before they become significant or legal issues
  • Lock into a Longer Contract- Proposed a 5-year contract, ending in 2029

Next Steps:

  • We are now working to schedule the next dates to meet with the employer for negotiations.
  • We will continue to negotiate for a real wage increase for McMaster sessional instructors.
  • The Contract Action Team (CAT) will be door knocking to talk with members about what you can do to help the bargaining process.

For more information on Unit 2 bargaining, visit bettermac.ca

If you’re interested in getting more involved in the union or bargaining process, do not hesitate to contact us!
To become a unit 2 steward, contact Hamed leadsteward_sessionals@cupe3906.org
To join the Contract Action Team, contact Mason vicepresident@cupe3906.org

In solidarity,
Your Unit 2 Bargaining Team

Unit 2 Bargaining Update (August 30, 2024)

Brad WalchukUncategorized

Did you know? Your Collective Agreement expires on August 31, 2024!
This summer, sessional faculty elected a Unit 2 Bargaining Team and were surveyed on their bargaining priorities. These priorities will guide our negotiations for a new Collective Agreement with the McMaster University Administration. The Collective Agreement is the contract that determines your workplace rights (such as wages, benefits, job security, workload, health and safety, and more) as a Sessional Faculty at McMaster University.

These priorities are:

  • Compensation & Workload- Wages, Class size, and TA support
  • Stronger Job Security- Seniority and first consideration
  • Enhanced Benefit- Support for mental and physical health
  • Equity and Respect- Material support for members in equity-seeking groups and more transparency and communication about departmental changes and restructuring
  • Contract Expiration Date- Align the Unit 2 contract expiry date with Units 1 and 3 (2027)

The first Negotiation Session occurred on August 28.

At the first meeting, your Bargaining Team exchanged proposals for updating the Collective Agreement with the employer’s team. Your Bargaining Team will keep you up-to-date on how negotiations progress. Stay informed and get involved for the benefit of all Sessional Faculty at McMaster.

The outcome of these contract negotiations will impact your job.

The only way to stop McMaster rolling back previous gains and secure some wins of our own is to make sure they feel the pressure from the whole membership to deliver a fair contract.

Contract Action Team

The Contract Action Team (CAT) exists to support the work of the Bargaining Team. The goal of the CAT is to inform, engage, and mobilize the entire membership of CUPE 3906 in support of the Unit 2 bargaining effort. We need to have an actively engaged membership to secure the best possible deal for our Unit 2 members. If you think you might be interested in getting involved in the CAT, email Walter at mobilizer@cupe3906.org or Varsha at bargainingcochairs@cupe3906.org

CUPE 3906 TA Strike Vote Information

Brad WalchukUncategorized

TODAY!!! Monday, October 17 at 4:00pm – HSC 1A5/Zoom

Teaching Assistants and Research Assistants (in lieu) will take a strike vote in our ongoing negotiations with the university. 

Register in advance for this meeting:
After registering, you will receive a confirmation email containing information about joining the meeting.
 
The new Collective Agreement being negotiated will set our pay, benefits and rights for the entirety of its duration, which is usually for 3 years. While TAs and RAs are facing once-in-a-generation cost of living increases and an affordable housing crisis, our wages have been capped to a 1% annual increase for the last 3 years under Bill 124. This is the first time we can negotiate outside of that cap: unfortunately, it means that our wages have taken a hefty pay cut due to inflation alone. In raises alone, McMaster has offered is is offering far less than the rate of inflation as food prices and rent in Hamilton and the GTA skyrocket. In many departments, TAs depend on their TA pay to be able to afford basic necessities, like food and rent.
Just last year, McMaster had $232 million in excess revenues over expenses, $188m in more than what was projected for 2021. McMaster’s management can afford more, but it refuses to do so. The parties remain far apart on other issues as well, such as fifth year funding for PhDs, enhanced benefits, tuition assistance/reimbursements, and the large pay gap between graduate and undergraduate TAs.  A strong strike mandate will show the university that TAs are serious about our priorities at the table. On the other hand, if few of us vote “yes” during the strike vote, the employer will have no reason to change their current position. You can read more in our bargaining bulletins here: https://bettermac.ca/unit-1-tas-and-ras-in-lieu/bargaining-updates/.
 
All current TAs and RAs (in lieu) are entitled to vote, as are those who worked in Winter 2022 or Spring/Summer 2022 and those who have a “contract in-hand” to work later in the 2022-23 academic year.
 
As per our by-laws, voting will start after the Strike Vote SGMM and will continue until October 19 at 11:55pm. Voting will be conducted electronically online. You will receive a ballot from Election Runner (not CUPE) in your McMaster inbox shortly after the end of the meeting, though the exact time will vary. Check your spam/junk folder for an email from noreply@electionrunner.com, and contact brad@cupe3906.org if you have any issues. The SGMM will include a presentation about bargaining so far and an opportunity to discuss what’s at stake in the strike vote. We will also elect scrutineers, who are responsible for verifying the results of the vote.

Have Questions about the Strike Vote?

We know there are a lot of questions about the strike vote and the possibility of a strike. Answers to many questions are available in our Strike Vote FAQ document: https://bettermac.ca/unit-1-strike-vote-faq/. 

REMINDER: Unit 1 Strike Vote SGMM

Brad WalchukUncategorized

TODAY!!! Monday, October 17 at 4:00pm – HSC 1A5/Zoom

Teaching Assistants and Research Assistants (in lieu) will take a strike vote in our ongoing negotiations with the university. 

Register in advance for this meeting:
After registering, you will receive a confirmation email containing information about joining the meeting.
 
The new Collective Agreement being negotiated will set our pay, benefits and rights for the entirety of its duration, which is usually for 3 years. While TAs and RAs are facing once-in-a-generation cost of living increases and an affordable housing crisis, our wages have been capped to a 1% annual increase for the last 3 years under Bill 124. This is the first time we can negotiate outside of that cap: unfortunately, it means that our wages have taken a hefty pay cut due to inflation alone. In raises alone, McMaster has offered is is offering far less than the rate of inflation as food prices and rent in Hamilton and the GTA skyrocket. In many departments, TAs depend on their TA pay to be able to afford basic necessities, like food and rent.
Just last year, McMaster had $232 million in excess revenues over expenses, $188m in more than what was projected for 2021. McMaster’s management can afford more, but it refuses to do so. The parties remain far apart on other issues as well, such as fifth year funding for PhDs, enhanced benefits, tuition assistance/reimbursements, and the large pay gap between graduate and undergraduate TAs.  A strong strike mandate will show the university that TAs are serious about our priorities at the table. On the other hand, if few of us vote “yes” during the strike vote, the employer will have no reason to change their current position. You can read more in our bargaining bulletins here: https://bettermac.ca/unit-1-tas-and-ras-in-lieu/bargaining-updates/.
 
All current TAs and RAs (in lieu) are entitled to vote, as are those who worked in Winter 2022 or Spring/Summer 2022 and those who have a “contract in-hand” to work later in the 2022-23 academic year.
 
As per our by-laws, voting will start after the Strike Vote SGMM and will continue until October 19 at 11:55pm. Voting will be conducted electronically online. You will receive a ballot from Election Runner (not CUPE) in your McMaster inbox shortly after the end of the meeting, though the exact time will vary. Check your spam/junk folder for an email from noreply@electionrunner.com, and contact brad@cupe3906.org if you have any issues. The SGMM will include a presentation about bargaining so far and an opportunity to discuss what’s at stake in the strike vote. We will also elect scrutineers, who are responsible for verifying the results of the vote.

Have Questions about the Strike Vote?

We know there are a lot of questions about the strike vote and the possibility of a strike. Answers to many questions are available in our Strike Vote FAQ document: https://bettermac.ca/unit-1-strike-vote-faq/.